How to Manage a Negative Employee

Gustavo Grodnitzky Employee Engagement, Organizational Culture

How should you handle an employee who is chronically negative about your company? It is unfortunate, but this question and others like it arise with some frequency in my work. Just last week, I was asked the above question by a participant in Culture Catalyst, an eight-week program I offer to leadership teams. There are several steps that might lead …

Does Your Workplace Culture Motivate Employees to Succeed?

Gustavo Grodnitzky Employee Engagement, Organizational Effectiveness

At a recent public forum for business leaders, I was asked this question: “Do you think a workplace culture can really change what motivates someone?” This questioner (whom I suspect had been “volunteered” to be there) had a heavy tone of doubt, disbelief and a bit of disgust thrown in for good measure. How did I answer? If you’ve heard me …

How to Handle Criticism Better

Gustavo Grodnitzky Employee Engagement, Organizational Culture

“That was the worst presentation I’ve ever seen! You got paid to do this presentation?! You’re a joke!” Those were the actual words spoken to me. Verbatim. After a presentation I used to give on anger management, several years ago, in Bangor, Maine. At that moment, I had several decisions to make: How would I think about what I had …

Drive Towards Sunrise Using Newton’s Second Law of Motion: Changing Workplace Culture, Part 2

Gustavo Grodnitzky Culture Trumps Everything, Employee Engagement, Organizational Culture

As promised in my last blog post, this week we discuss how Newton’s second law of motion can be applied to changing workplace culture. The second law is more complex, but if you stick with me, I promise to use it to explain another big and painful challenge when creating change in workplace culture: resistance. Here’s Newton’s second law: F=ma. The vector sum …

Changing Workplace Culture: Lessons from Sir Isaac Newton, Part 1

Gustavo Grodnitzky Culture Trumps Everything, Employee Engagement, Organizational Culture

I’ve been thinking about physics and workplace culture lately (please don’t hate me because I’m a bit of a geek). Physics has been around much longer than psychology and other disciplines that study culture. As a result, physics tends to have much more precise and measurable constructs than psychology. Today I want to share some of my thinking around changing …

Culture and Conceptual Blindness

Gustavo Grodnitzky Employee Engagement, Organizational Culture

Last week, I had a really interesting conversation with the CEO and CFO of a mid-sized company. They had requested a teleconference because they wanted to discuss the possibility of me helping them improve the performance of their “business partners.” The problem? They had recently experienced a decline in availability of their most seasoned business partners, all of whom were …

The Writing on The Wall

Gustavo Grodnitzky Employee Engagement, Organizational Culture Leave a Comment

The writing is clear and concise. Can you read it? Organizations have no alternative but to take note and respond. Deloitte Consulting recently published their 2016 survey about Millennials. The survey continues to support several trends among Millennials that I have been discussing for years in my presentations. If you want to successfully recruit and retain this generation, companies must …

Culture of Diversity

Gustavo Grodnitzky Employee Engagement Leave a Comment

Peter Drucker has said: “Demographics are the future that has already happened.” According to U.S. Census bureau data published in March 2015, by the year 2020, white children will be in the minority and by 2044, whites will outnumbered by non-whites. This shift is do to a variety of reasons, primarily birthrates among whites is in decline while non-whites are having …

Culture of Delegation

Gustavo Grodnitzky Employee Engagement Leave a Comment

Delegation is the process by which responsibility and authority for completion of an objective is assigned to an employee. Delegation allows for leaders and managers to have more time for high-priority tasks and present growth opportunities for their direct reports and other members of the organization. Executed properly, delegation can increase productivity, decrease the stress of management, offer training and experience to …